畢業(yè)生如何從求職大軍中脫穎而出？
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?????切記，不要只談自己。施維澤稱(chēng)，當(dāng)面試官問(wèn)為什么希望到Acme公司工作時(shí)，“恰當(dāng)?shù)幕卮饝?yīng)該是：‘我工作非常努力，在 （）（自行填空） 方面擁有豐富經(jīng)驗(yàn)，我能在這些方面給公司做出貢獻(xiàn)?！钡f(shuō)，自己經(jīng)常遇到的情況是，求職者往往都“大談特談自己。實(shí)際上，求職者應(yīng)該更多談?wù)撍麄兣c公司之間的聯(lián)系。告訴我們你能給公司帶來(lái)什么，而不僅僅是你想要什么?！?/p> ?????全面調(diào)查每一位雇主。僅靠瀏覽公司的網(wǎng)站沒(méi)有什么用處。施維澤說(shuō)：“每當(dāng)我問(wèn)求職者對(duì)我們公司有什么了解時(shí)，很少有人能說(shuō)出一些沒(méi)在公司網(wǎng)站上出現(xiàn)的內(nèi)容。求職者如果對(duì)公司做過(guò)詳細(xì)調(diào)查，并能說(shuō)出一些其他人不知道的事情，必然能脫穎而出，因?yàn)樗蛩绕渌舐氄咦隽烁喙φn?！?/p> ?????重點(diǎn)強(qiáng)調(diào)自己的領(lǐng)導(dǎo)能力。施維澤說(shuō)：“我們聘用的員工，不全是平均成績(jī)4.0，履歷也都無(wú)可挑剔的優(yōu)秀學(xué)生。只有能吃苦耐勞和愿意額外付出努力的求職者才能獲得青睞。比如，一位退伍老兵平均成績(jī)只有3.0，但他有過(guò)領(lǐng)導(dǎo)其他人的經(jīng)歷，而且習(xí)慣了在極端狀況下努力工作。因此，相比那些無(wú)法證明自己具備這些能力的優(yōu)秀學(xué)生，這樣的老兵自然是我們更中意的人選。” ?????打磨自己的網(wǎng)絡(luò)形象。當(dāng)潛在雇主通過(guò)谷歌（Google）搜索你的時(shí)候（他們肯定會(huì)這么做），你肯定希望他們搜索到的結(jié)果能令他們心動(dòng)。亞力克莎?哈米爾說(shuō)：“求職者的網(wǎng)絡(luò)形象前所未有地重要?！?/p> ????如今，打造良好的網(wǎng)絡(luò)形象不僅僅是不在Facebook上發(fā)布學(xué)生聯(lián)誼會(huì)派對(duì)照片這么簡(jiǎn)單。為了幫助求職者建立個(gè)人品牌，普華永道綜合了一套詳細(xì)的（免費(fèi)的）在線培訓(xùn)課程，其中包括一套工作手冊(cè)，可以為求職者提供逐項(xiàng)指導(dǎo)。 ????順便說(shuō)一下，既然你提到自己已經(jīng)進(jìn)行了四次面試，有一則消息或許會(huì)讓你感興趣。據(jù)美國(guó)學(xué)院與雇主聯(lián)合委員會(huì)（National Association of Colleges and Employers）披露，面試與工作邀請(qǐng)之間的平均等待時(shí)間約為24個(gè)工作日。而在個(gè)別行業(yè)，等待時(shí)間則更長(zhǎng)，比如工程服務(wù)行業(yè)為30天，酒店業(yè)則是39天。最快的是計(jì)算機(jī)制造業(yè)，只要等16天，就會(huì)有人問(wèn)你何時(shí)能上班？ ????反饋：你畢業(yè)后是怎樣找到第一份工作的？如果你是一名招聘經(jīng)理，你認(rèn)為哪些方面能讓一名職場(chǎng)新丁脫穎而出？歡迎評(píng)論。（財(cái)富中文網(wǎng)） ????譯者：劉進(jìn)龍/汪皓 |
????? Remember, it's not all about you. Schweitzer says that, when an interviewer asks why you want to work for Acme Corp., "the proper response is, 'I'm a hard-working person with experience in [fill in the blank], and here is what I want to contribute.'" Too often, he says, applicants' responses are "all about them, when it needs to be more about their connection to my organization. Tell us what you bring to the table, not just what you want." ??? ? Research each employer thoroughly. Just taking a look at the company web site won't do it. "When I ask candidates what they know about us, it's rare that someone tells me something that isn't on our web site," Schweitzer says. "A person who researches the company and mentions something else about us is someone who stands out, because he or she has done more than the typical applicant." ??? ? Emphasize your leadership skills. "Not everyone we hire is a 4.0 student with a perfect resume," says Schweitzer. "The person who is willing to work hard and put in the extra effort is going to come out ahead. For example, a military veteran with a 3.0 GPA but who has experience leading others, and is used to hard work in extreme situations, is often a better candidate than a 4.0 student who is unable to demonstrate those qualities." ??? ? Polish your online presence. When prospective employers Google you (and they will), you want them to be impressed by what they find. "A candidate's online image is so much more important than it was in the past," notes Alexa Hamill. ??? Creating the right persona in cyberspace these days goes way beyond just keeping your frat-party photos off Facebook. To help you do it right, PwC has put together a detailed (and free) online tutorial on building your personal brand, including a workbook that will walk you through it step by step. ??? Incidentally, since you mention that you've already had four interviews with recruiters, it might interest you to know that the average wait between interview and job offer is 24 business days, according to the National Association of Colleges and Employers. Companies in some industries take longer -- 30 days in engineering services, for instance, and 39 days in hospitality. Computer manufacturers are the quickest, taking just 16 days to ask when you can start. ??? Talkback: How did you get your first job out of college? If you're a hiring manager, what makes an entry-level candidate stand out? Leave a comment below. |
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